Studies on β-enaminonitriles: Part III-Reaction of β-aminocrotononitrile with unsaturated acid chlorides : Benary revisited

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Impact of Green Human Resource Management on Sustainable Performance

The major purpose of Green Human Resource Management is to create a workforce that recognizes, values, and implements green ideas while upholding the company's green goal in the Human Resource Management practice of hiring, selecting, training, developing, rewarding, and promoting the human capital of the company. Two key elements of green HR are the protection of intellectual capital and eco-friendly Human Resource practices. Numerous academics have examined the value of green HRM in fostering an environmentally conscious mindset among employees, although this area of study is still in its infancy. Businesses now place a higher priority on environmental management and green management, and they have aligned their goals and tactics to reflect this. As a result of the realities of corporate globalization, the economy has changed from a traditional banking and economic structure to a more modern, capacity-based one. In other words, it takes both environmental economics and environmental management into account. Green human resource management, which has received a lot of attention in corporate organizations, may be used effectively to maintain green workplaces and green practices, which will help to green organizational culture. For businesses to achieve their environmental objectives, such as going green, green HRM is a crucial strategic tool. The results of this study indicate that practices like green hiring have an impact on the sustainable performance of both public and commercial healthcare organizations. Data were acquired using a quantitative research approach. 200 persons, including representatives of both public and private healthcare services, participated in the survey. Partial least squares-structural equation modelling was used to analyze the data. Hiring green candidates benefits the performance of the environment, the economy, and society as a whole. This research benefits organizations by assisting them in applying GHRM techniques that support organizations in every way. Additionally, this research will be helpful to policymakers because it will provide them a better understanding of how to promote GHRM practices and improve organizational sustainability

E-recruitment through social media: A regression analysis

The objective of the study is to investigate the mediating role of social media in order to communicate economic and development value of employer brand to create positive perception towards the organization attraction. In the proposed conceptual model we were trying to establish the relationship between these three key variables. For this, 255 responses were collected from the IT sector employee working in India. In order to test the mediation effect of social media, we performed step-wise regression on SPSS 24. Findings suggested that social media and economic and development value of employer brand dimensions are predictors of organization attraction and also mediating role of social media is positive and significant. The outcome of the study suggests that organization can use economic and development value of employer brand through social media to create pool of applicants

Level, Trend and Correlates of Mistimed and Unwanted Pregnancies among Currently Pregnant Ever Married Women in India.

Unintended pregnancy accounts for more than 40% of the total pregnancies worldwide. An Unintended pregnancy can have serious implications on women and their families. With more than one-fourth of the children in India born out of unintended pregnancies such pregnancies are considered to be one of the major public health concerns today. The present study is aimed at determining major predictors of unintended pregnancy among currently pregnant ever-married women in India. The present study has used National Family Health Survey (NFHS) data, conducted by the International Institute for Population Sciences (IIPS), Mumbai, to show the trend, pattern and determinants of mistimed and unwanted pregnancies. Bivariate and multinomial logistic regression model have been used with the help of Stata 13 software. The results show that the likelihood of a mistimed pregnancy is more prevalent among young women whereas the prevalence of unwanted pregnancy is observed more among the women aged 35 years or more. The results also show that the risk of experiencing mistimed pregnancy decreases if the woman belongs to 'other' castes and has higher education. The likelihood of unwanted pregnancy decreases among married women aged 18 years and above, those women having higher education, some autonomy and access to any mode of mass communication. Knowledge of these predictors of mistimed and unwanted pregnancy will be helpful in identifying the most vulnerable group and prioritize the intervention strategies of the reproductive health programmes for the population in need

PPost abortion contraceptive behavior among Indian women

Background: Unsafe induced abortion contributes significantly to maternal morbidity and mortality. Irrespective of availability of contraceptive services women still seek for repeated induced abortion. This study examined the contraceptive behavior of currently married women who had induced abortion.Methods: Third round of District Level Household and Facility Survey (DLHS-3, 2007-2008) data is used for the study. Bivariate analysis and multivariate logistic regression method were used to examine the contraceptive behavior of women.Results: Contraceptive use is 4.6 percent among women who had at least one induced abortion. Attitude toward the use of contraceptive was found significant among women aged 25-34, who had one and two or more children, urban women, non-poor, couple both literate and women exposed to mass media.Conclusions: This study suggests the need for proper post-abortion contraception counseling and availability of multiple choices of modern methods of contraceptive among women

Trend of pregnancy intention among currently pregnant married women.

<p>Trend of pregnancy intention among currently pregnant married women.</p

Number and Percent distribution of pregnancy intentions by women’s characteristics Pregnancy Intention n (%).

<p>Number and Percent distribution of pregnancy intentions by women’s characteristics Pregnancy Intention n (%).</p

Multinomial logistic regression of factors associated with mistimed and unwanted pregnancies among currently pregnant ever married women in India.

<p>Note:</p><p>^® Reference category,</p><p>* (p<0.10),</p><p>** (p<0.05),</p><p>*** (p<0.01),</p><p>RRR = Relative risk ratio; CI = Confidence interval</p><p>Multinomial logistic regression of factors associated with mistimed and unwanted pregnancies among currently pregnant ever married women in India.</p

A convenient short synthesis of polysubstituted 3,4-dihydropyridine-2(1<i>H</i>)-thiones

2563-25664-Substituted-3,4-dihydro-5-cyano-6-methyl-2(1H)-pyridones obtained in high yield in a one pot synthesis by reacting α,β-unsaturated acid chlorides with 3-aminocrotononitrile are converted quantitatively to the corresponding novel hydrogenated pyridinethiones by Lawesson's reagent

Impact of Green Human Resource Management on Sustainable Performance

The major purpose of Green Human Resource Management is to create a workforce that recognizes, values, and implements green ideas while upholding the company's green goal in the Human Resource Management practice of hiring, selecting, training, developing, rewarding, and promoting the human capital of the company. Two key elements of green HR are the protection of intellectual capital and eco-friendly Human Resource practices. Numerous academics have examined the value of green HRM in fostering an environmentally conscious mindset among employees, although this area of study is still in its infancy. Businesses now place a higher priority on environmental management and green management, and they have aligned their goals and tactics to reflect this. As a result of the realities of corporate globalization, the economy has changed from a traditional banking and economic structure to a more modern, capacity-based one. In other words, it takes both environmental economics and environmental management into account. Green human resource management, which has received a lot of attention in corporate organizations, may be used effectively to maintain green workplaces and green practices, which will help to green organizational culture. For businesses to achieve their environmental objectives, such as going green, green HRM is a crucial strategic tool. The results of this study indicate that practices like green hiring have an impact on the sustainable performance of both public and commercial healthcare organizations. Data were acquired using a quantitative research approach. 200 persons, including representatives of both public and private healthcare services, participated in the survey. Partial least squares-structural equation modelling was used to analyze the data. Hiring green candidates benefits the performance of the environment, the economy, and society as a whole. This research benefits organizations by assisting them in applying GHRM techniques that support organizations in every way. Additionally, this research will be helpful to policymakers because it will provide them a better understanding of how to promote GHRM practices and improve organizational sustainability